Mentoring Up - Duke BioCoRE workshop - slides & handoutSteve Lee
"Mentoring Up: Learning to maximize your relationship with your mentor" was presented as a workshop at Duke University's BioCoRE conference on 7/28/2016 to graduate and undergrad students.
Personal Development Framework:
- Personal Development
- Personal Knowledge
- Types of workplace learning
- The Conceptual evaluation among organizations
- Finding Self
Professionalism:
- Profession, Professional, Professionalism, Professionalization
- Scope of the Profession
- Causes of Lack of Professionalism
- Things to think about!
- Writing Thank-You Notes
- Seven (07) manners for Smartphone use
- Seven (07) Tips for e-mail communication
- Top ten (10) Business Etiquette behavior
- Five (05) keys to be a true professional
Addressing Diversity in Mentoring Relationships - Leadership Alliance - Steve...Steve Lee
This workshop, "Addressing Diversity in Mentoring Relationships through Case Studies", was provided for the Leadership Alliance Faculty Retreat on Mentoring Diverse Scholars at Hunter College on April 29, 2016.
Knowing your strengths & learning how to use them as you parent is just smart. Being able to recognize and call out your kid's strengths is even better!
Mentoring Up - Duke BioCoRE workshop - slides & handoutSteve Lee
"Mentoring Up: Learning to maximize your relationship with your mentor" was presented as a workshop at Duke University's BioCoRE conference on 7/28/2016 to graduate and undergrad students.
Personal Development Framework:
- Personal Development
- Personal Knowledge
- Types of workplace learning
- The Conceptual evaluation among organizations
- Finding Self
Professionalism:
- Profession, Professional, Professionalism, Professionalization
- Scope of the Profession
- Causes of Lack of Professionalism
- Things to think about!
- Writing Thank-You Notes
- Seven (07) manners for Smartphone use
- Seven (07) Tips for e-mail communication
- Top ten (10) Business Etiquette behavior
- Five (05) keys to be a true professional
Addressing Diversity in Mentoring Relationships - Leadership Alliance - Steve...Steve Lee
This workshop, "Addressing Diversity in Mentoring Relationships through Case Studies", was provided for the Leadership Alliance Faculty Retreat on Mentoring Diverse Scholars at Hunter College on April 29, 2016.
Knowing your strengths & learning how to use them as you parent is just smart. Being able to recognize and call out your kid's strengths is even better!
Mentoring Up encourages mentees to learn how to pro-actively manage their mentoring relationships. This presentation was delivered at the SACNAS conference in 2014.
These slides and handout were presented for a workshop on "Mentoring Up: Learning to proactively engage in your mentoring relationships" at the American Society for Cell Biology (ASCB) conference in San Francisco, for the Minority Affairs Committee (MAC).
Notes from the Global Leadership Summit of 2015, hosted by Willow Creek. Dr. Brene Brown, Jim Collins, Ed Catmull, Horst Schulze, Bill Hybels, and many more share their insight and research on leadership, management, and people.
Jim Proce - Credibility, Hard Questions, & Trust (Presentation Version 2.0)Jim Proce
Based on the article of the same name, published in December of 2017, Jim Proce presents the topic at APWA 2018 PWX and TPWA 2018. Credibility, Hard Questions and Trust! This is the extended version with additional information and comments.
Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day trainings for middle managers, but how is that benefiting the employees in the workplace? Executives get sent to warm places in the winter and cool places in the summer. How is that advancing the workplace and helping employees grow and develop? Who holds leaders accountable for follow-up debriefs or action plans from executive/partner/manager retreats and or full-day trainings? Have you ever had executives or managers come back to your office from a workshop, a retreat or a training session and relate what they learned and how it will make the workplace better for all? New supervisors want to start their careers and follow in the footsteps of the present leaders. What kind or role models are in the workplace today? There are some great leaders but those lousy leaders seem to overshadow them. With all the money spent on leadership training, one would think leaders would be: brilliant, philosophical, kind hearted, understanding, caring, competent, confident, people-oriented role models, and mentors who are compassionate. However, all too often we see lousy leaders who are self-oriented, greedy, who waste time in unproductive meetings, unable to appropriately give feedback and are only fair presenters who do not inspire. Many people in leadership positions think because they are knowledgeable, they can lead. Here is the truth about lousy leaders.
Workshop Slides from a custom program that I put together for a few clients of mine. With 4-5 generations at work, each with distinct psychographics, there is bound to be more conflict than in the past. This workshop equips managers and leaders to manage this conflict more effectively.
Mentoring Up encourages mentees to learn how to pro-actively manage their mentoring relationships. This presentation was delivered at the SACNAS conference in 2014.
These slides and handout were presented for a workshop on "Mentoring Up: Learning to proactively engage in your mentoring relationships" at the American Society for Cell Biology (ASCB) conference in San Francisco, for the Minority Affairs Committee (MAC).
Notes from the Global Leadership Summit of 2015, hosted by Willow Creek. Dr. Brene Brown, Jim Collins, Ed Catmull, Horst Schulze, Bill Hybels, and many more share their insight and research on leadership, management, and people.
Jim Proce - Credibility, Hard Questions, & Trust (Presentation Version 2.0)Jim Proce
Based on the article of the same name, published in December of 2017, Jim Proce presents the topic at APWA 2018 PWX and TPWA 2018. Credibility, Hard Questions and Trust! This is the extended version with additional information and comments.
Do you ever wonder how some people get promoted to a leadership position? Who did these people know to become a VP or Director in the organization? Billions of dollars are spent on training present and future leaders: there are special events for executives at prestigious universities, full day trainings for middle managers, but how is that benefiting the employees in the workplace? Executives get sent to warm places in the winter and cool places in the summer. How is that advancing the workplace and helping employees grow and develop? Who holds leaders accountable for follow-up debriefs or action plans from executive/partner/manager retreats and or full-day trainings? Have you ever had executives or managers come back to your office from a workshop, a retreat or a training session and relate what they learned and how it will make the workplace better for all? New supervisors want to start their careers and follow in the footsteps of the present leaders. What kind or role models are in the workplace today? There are some great leaders but those lousy leaders seem to overshadow them. With all the money spent on leadership training, one would think leaders would be: brilliant, philosophical, kind hearted, understanding, caring, competent, confident, people-oriented role models, and mentors who are compassionate. However, all too often we see lousy leaders who are self-oriented, greedy, who waste time in unproductive meetings, unable to appropriately give feedback and are only fair presenters who do not inspire. Many people in leadership positions think because they are knowledgeable, they can lead. Here is the truth about lousy leaders.
Workshop Slides from a custom program that I put together for a few clients of mine. With 4-5 generations at work, each with distinct psychographics, there is bound to be more conflict than in the past. This workshop equips managers and leaders to manage this conflict more effectively.
Quality In Action Webinar Series, monthly series hosted by Mentoring Partnership of Minnesota. January 5, 2011 - National Mentor Month, Recruit More Male Mentors, featuring Amber Troupe of Mentor Michigan and their Men in Mentoring Recruitment Toolkit.
Recruiting male mentors is one of the toughest challenges mentoring programs face in Michigan. Mentor Michigan has created a toolkit designed to provide program staff and their trained mentor recruiters with language and tips to use when making the ask. These materials take you through the steps to recruit male mentors in a variety of settings and addresses the main components of a complete recruitment message. View the Men in Mentoring Toolkit online as well at www.mentormichigan.org.
Our Founder, Roy Larson spoke on the topic of "Bringing out the Best in People" and how this can increase production, and efficiency in your jobs. Our consultants apply this to their relationships with developers, stakeholders, clients, etc. to be a catalyst in projects and your organizations everyday performance.
This is a presentation delivered at NASHRM in September 2010 by Dr. Daniel Crosby. It talks about the psychology behind talent selection and how creating barriers to entry can actually increase the quality and satisfaction of new hires.
In creating agile organisations and driving transformation, it's impossible to overstate the importance and impact of culture. Organisations are complex relationship systems and to deliver a successful transformation, it is critical that leaders, coaches and others listen to, understand, communicate and respond authentically and with empathy to the humans within the relationship system. In Asia, this inevitably includes multiple cultural contexts and locations, each with their own nuances and organisational subcultures. Lisa will explore culture and its importance in agile organisations and transformations, with examples from local and international organisations.
Leaders need to apply psychology knowledge and tools to break the limiting beliefs of both the leader and the followers. These slides provide the tactical methods.
20090122 Positive Attitude and Inter Personal Relations - 42s Ati Epiviswanadham vangapally
This presentation was used in a seminar, attended by the staff of Electronic Process Instrumentation of Advanced Training Institute, situated at Ramanthpur, Hyderabad
26. Changing the attitude and behaviour of people is very, very hard to accomplish. You can't simply give a couple of speeches or write a new credo. If employees don't see the key changes in what you say and do and in your behaviours and mannerisms, it's hard to change the culture. Source: You're in Charge—Now What?, Thomas J. Neff and James M. Citrin
27.
28. We are willing to pay an expert hundreds of dollars an hour for advice, but we're unwilling to pay ourselves the courtesy of trusting that our own instincts and knowledge can guide us to successful completion. Source: Eric Maisel
42. We have a responsibility—a moral imperative—to help our students achieve to the best of their ability. Not just enough to be at or above the provincial average. Not just to be comfortable with our success. That is not where we are now as a board. The status quo is not an option. Jim Grieve, Director of Education, Peel District School Board
43.
44. Well-expressed ideas and observations can shift consciousness and change life's prospects. Source: John R O'Neil
45. Telling the truth also means saying what you need to say—even when it is not popular…
53. “But Brian, my district is not diverse”...well, just wait
54. San Francisco, open your golden gate You let no stranger wait outside your door
55. Parents who speak Spanish as the home language were significantly high in indicating that they did not feel welcome at their child's school during visits. Source: What We Think, Council of Urban School Boards of Education, National School Boards Association
56. White parents indicated that they had attended a parent-teacher conference more frequently than other ethnic groups (82.7%). The lowest rate of participation in a parent-teacher conference came from Asian parents at 70.6%. Source: What We Think, Council of Urban School Boards of Education, National School Boards Association
57. Black parents responded that they did not trust the teachers at least three times more than White and Asian parents. Source: What We Think, Council of Urban School Boards of Education, National School Boards Association
58. Less than half of the Asian parents believed that teachers could stop someone from being bullied. Source: What We Think, Council of Urban School Boards of Education, National School Boards Association
59. Change the world—one conversation at a time… It is not enough to be willing to speak. The time has come for you to speak. Your time of holding back, of guarding you private thoughts, is over. Your function in life is to make a declarative statement. Source: Susan Scott
60.
61. 90% of LGBT teens have been harassed or assaulted in the past year vs. 62% of non-LGBT teens. Source: 2008 study of public school principal by GLSEN and NASSP
62. Three in ten principals rate their teachers and staff as fair or poor at being able to effectively deal with a student being bullied or harassed because they are or are perceived to be lesbian, gay or bisexual. Source: 2008 study of public school principal by GLSEN and NASSP
63. Stand up No matter what the gender No matter what the race What matters is love If fills us all with grace Stand up…for equality Stand up…for family Stand up…for equality Stand up…for every kind of family STAND UP! Grade 5 students, Stanley Mills Public School
64. Breakthrough innovations depend on ordinary people, bridging their expertise and building their communities around their insights. Source: Kathleen Eisenhardt
71. What is the voice of your schools and offices…
72. We have a belief that our guests will only receive the kind of treatment we want them to receive if the cast members receive that same kind of treatment from their managers. Source: Walt Disney World Handbook
73.
74. There is a lot at stake in terms of how people are treated by their leader…
75. Would your dictionary definition of you include words like “positive”, “kind”, “nice", or are you…
81. A bit scary but... In a recent poll, people said they care more about their doctor being compassionate than being up-to-date on the latest medical research and treatment.
82.
83. Effective leadership is not about giving speeches or being liked—leadership is defined by results. Source: Peter Druker
91. But, wait—there’s more… By using powerful language, positive communication style, and non-verbal expressiveness, leaders breathe life into a vision. The Leadership Challenge Leaders who develop and communicate clear, coherent and compelling theories of action are more likely to achieve the produce they desire. Leading for Results
92. More words on using words… Leading from voice is a necessary condition for leadership On Becoming a Leader Think of your words as a lifeline on the pitching deck of a boat—they reassure people and help them regain their footing. You’re in Charge—Now What?
93. Your reputation will self-destruct in 5 seconds... Get the first five seconds right—our genes train us to distinguish between safe opportunities and dangerous situations—these sensing devices are at full stretch when customers move toward a potential service encounter. Source: The Buzz, David Freemantle
94. Your Attitude Communicated three ways: 7% by words 38% by tone of voice 55% in non-verbal ways Source: Silent Messages, Dr. Albert Mehrabian
95. What does this mean? Watch...guest asked if help needed. Shows interest in staff. Staff makes suggestions. Guest offers gift of appreciation. How can that not be good?
97. People change what they do less because they are given analysis that shifts their thinking than because they are shown a truth that influences their feeling. Source: The Heart of Change, John Krotter
98. If you want to build a ship, don't gather your people and ask them to provide wood, prepare tools, assign tasks. Call them together and raise in their minds the longing for an endless sea. -- Antoine de Saint-Exupery
103. Learn to work without a netThe problem with scripted responses—they sound canned and inauthentic. Plus, customers don't know their lines very well. Source: Knock Your Socks Off Service Recovery, Ron Zemke and Chip Bell
116. Of course you have my full - …what were you saying? EMV—E-mail Voice "the unearthly tone a person's voice takes on when he/she is reading an email while talking to you on the phone." Source: Crazy Busy
141. The three part formula... Do a good job Do a good job Do a good job
142. Half of preschooler parents believe their kids are above average. The number jumps to a dazzling 72% for parents of teens. Source: Macleans
143. School staff are the number one cause of school reputation to be built or broken Phi Delta Kappa study
144. Hierarchy of Effective Communications 1. One-to-one, face-to-face 2. Small group discussion/meeting 3. Speaking before a large group 4. Phone conversation 5. Handwritten, personal note 6. Typewritten, personal letter not generated by computer 7. Computer generated or word-processing-generated “personal letter” 8. Mass-produced, non-personal letter 9. Brochure or pamphlet sent out as a “direct mail” piece 10. Article in organizational newsletter, magazine, tabloid 11. News carried in popular press 12. Advertising in newspapers, radio, TV, magazines, posters 13. Other less effective forms of communication (billboards, skywriters, etc.)
145. Each customer interaction can be either magic or tragic How to Talk to Customers Diane Berenbaum & Tom Larkin
146. More not-so-great news It is most often the employee's response to negative incidents, not the incidents themselves, that lead to customer dissatisfaction.
147.
148. In many communities actions do not speak louder thank words—they are all that speak.
149.
150. As you proceed in your leadership journey, it is ok to learn, to grow, and to make mistakes
151. Leaders learn by leading, and they learn best by leading in the face of obstacles. As weather shapes mountains, problems shape leaders. Source: Warren Bennis